effective management of human resources商务英语专业大学论文.docx

1、effective management of human resources 商务英语专业大学论文 Effective Management of Human Resources ABSTRACTFor many years, people thought that the important factors of any company to survive were the companys financial health, product and market development, minimizing costs and improving customer relations

2、. Nowadays more companies recognize that managing people within the organization is no less important than creating a competitive product or launching a successful promotional campaign. In fact, organizational success actually depends upon careful attention to human resource management. Therefore, H

3、uman Resource Management, which concerns the management of personnel, is more often recognized as a fundamental element in any organization. It has become a common notion that an organizations greatest assets are its people; therefore only effective management of its human resources allows organizat

4、ions to achieve their goals and objectives. The purpose of my thesis is to give a brief view of how to conduct effective Human Resource Management in organization. At the beginning part, I briefly introduce Human Resource Management and its importance. Then, I analyze how to conduct effective human

5、resource management in organization from four aspects: First is getting right people for the right position at the right time through recruitment and selection. Second is developing more effective and efficient workforce through training. Third is maintaining a highly efficient workforce through per

6、formance evaluation. Forth is attracting and retaining enthusiastic and qualified employees through compensation. At the last part of the thesis, I mentioned the strategic development of Human Resource Management. KEY WORDS: human resource management; recruitment and selection; training; performance

7、 evaluation; compensation; strategic human resource management摘 要多年来人们认为，任何企业生存的关键因素都在于其财务状况、产品和市场发展、成本控制及改善客户关系。而现在，越来越多的企业认识到，企业中人员管理的重要性并不亚于产品创新或企业推广的成功。事实上，企业的成功恰恰取决于企业对人力资源管理的关注。于是，人力资源管理越来越被看作是任何企业组织所必备的关键因素。企业组织中最大的资产就是人力资本，只有有效的人力资源管理才能引导企业达成其企业目标。本论文的目的就在于探讨怎样在企业组织中开展有效的人力资源管理。本文的开始部分介绍了人力资

8、源管理及其重要性。然后，从四个方面进一步分析了怎样在企业组织中开展有效的人力资源管理。首先，通过招聘和选拔在恰当的时机为企业组织中恰当的职位获得恰当的人选。第二，通过培训打造更具效率和效能的雇员队伍。第三，通过绩效考评来保持企业员工的高绩效。第四，通过薪资管理来吸引和保有兼具胜任能力和工作热情的员工们。在论文的最后部分，简略提及了战略人力资源管理的发展。 关键词：人力资源管理；招聘和选拔；培训；绩效考评；薪资管理；战略人力资源管理 1. Importance of Human Resource Management For many years, people thought that the

9、 important factors of any company to survive were the companys financial health, product and market development, minimizing costs and improving customer relations. Nowadays, more companies recognize that managing human resources within the company is no less important than these factors. Many expert

10、s suggest: it is the work force and the companys ability to recruit and maintain the good work force that constitutes the foundation of a companys progressing. Therefore, Human Resource Management (HRM) is more often considered as a fundamental and crucial element in any organization. Organizations

11、greatest assets are human resources. A companys competitive advantage is gained through a competent, committed workforce. Only effective HRM allows organizations to achieve their goals and objectives. Specifically speaking, the effective HRM can give a company the following competitive edge over its

12、 rival companies:1. Hard-working employees are more likely to produce excellent work that adds value to the organization.2. Possessing sound employee relations will encourage outside investors to buy shares of the company, so that it becomes easier for the company to raise funds.3. Company resources

13、 will be used in the most efficient way, via recruitment of the best people, improvement of employees ability and skills through training, etc.4. The organizational culture will be more conducive to quality performance.Therefore, companies, who are expert in the management of human resources, will d

14、evelop considerably. In order to understand the detailed functions of HRM, wed better first look at what the Human Resource Management means.According to Graham and Bennett (1998), “Human resources management concerns the human side of the management of enterprises and employees relations with their

15、 firms. Its purpose is to ensure that the employees of a company, i.e. its human resources, are used in such a way that the employer obtains the great possible benefit from their abilities, and the employees obtain both material and psychological rewards from their work. ”Once known as Personnel Adm

16、inistration, the meaning of HRM is continually evolving and expanding. The change in its title also reflects that the discipline of HRM has moved from being largely administrative to being a strategic and dynamic management field. Generally speaking, Human Resource Management refers to the practices

17、 as follows:1. Conducting job analyses (determining the nature of each employees job)2. Planning labor needs and recruiting job candidates3. Selecting job candidates4. Orienting and training new employees5. Managing wages and salaries (determining how to compensate employees)6. Providing incentives

18、and benefits7. Evaluating performance8. Communicating 9. Training and developing10. Building employee commitmentOn the basis of those practices, HR managers work effectively and efficiently to enable employees to contribute their maximized efforts towards the objectives of the business. Meanwhile, a

19、 variety of functions are incorporated within the overall functions of the Human Resources Manager. The following pages will elaborate how to conduct the effective management of human resources in organizations. 2. Conducting effective Human Resource ManagementEffective HRM could enable employees to

20、 maximize their work efficiency and their contribution towards the company. In order to achieve that, higher standard and more challenges are posted to Human Resource Managers. A good HR manager has to know how to get the right people into the right place at the right time and how to manage them eff

21、ectively once they are there. Usually this involves:1. Identifying the kinds of human resources that are needed to fulfill the planning and objectives of the company. It must be viewed from both quantity and quality perspectives, such as how many people should be hired and what kind of competences,

22、aptitudes, skills and attitudes they must possess.2. Identifying the vacancy in the departments of the company.3. Developing a process of recruitment and selection to place right people in right position, where they can exercise their talents properly.4. Clarifying responsibilities and objectives to

23、 employees, to ensure that their performance and personal objectives are tightly linked with the objectives of the company.5. Motivating the workforce by systematically compensating the efforts of employees. The compensation system must be rational, equitable and incentive, in order to retaining and

24、 motivating employees.6. Cultivating the competency and capability of employees through training programs. After hiring new employees, HR manager has to design comprehensive training programs to ensure that the new employees become qualified as soon as possible. Before the promotion of present emplo

25、yees, the consequent training should also be conducted, so that the promoted employees could suit the new position more quickly. 7. Maintaining a highly efficient workforce through performance evaluation. Collaborating with department managers, HR managers have to evaluate employees performance mont

26、hly and yearly, to ensure everyone in the company performs well. To explain how to perform the above-mentioned functions most effectively, we may need to study the profound discipline of Human Resource Management in depth. Here four key aspects of effective HRM are discussed in detail. They are Recr

27、uitment and Selection, Training, Performance evaluation, and Compensation. 2.1 Recruitment and selectionRecruitment and selection is the screening step for a company to get the right people for the right position from numerous candidates. It is primary important for HR manager to conduct a successfu

28、l recruiting and selection. Employees with the right skills will do a better job for the company, whilst the wrongly hired employees will be costly, because the company has to offer more training or even to replace them sometimes. To achieve a successful recruiting result, HR managers have to use on

29、e or more recruiting methods which are suitable to the requirement of the company and the opening position. So the effective recruitment has to be tactical, well-designed and systematical as well.Firstly, HR department should develop a candidate pool. Because the more candidates HR has, the more sel

30、ective the company can be in the hiring. If only two candidates apply for two openings, HR manager may have little choice but to hire them. But if 10 or 20 applicants appear, then the HR manager can use various techniques like interviews and tests to screen out all but the best.Most popular recruiti

31、ng methods used to develop a pool of candidates are as follows:1. Internal recruiting. Internal recruiting means recruit candidates from current employees within the company. It often uses job posting to publicize the opening position to all the employees, and listing its attributes like qualificati

32、ons, supervisor, working schedule, and pay rate. It is the best way to enhance employees morale by giving them the opportunity of a promotion or a more favorable position. Meanwhile, having been within the company for some time, inside candidates may be more committed to company goals and less likely to leave. 2. Advertising. Its one of the external recruiting methods. Due to the use of mass media, the advertising method could attract a vast number of candidates. The selection of the best medium local paper, journal, TV, or internet depe